The document discusses induction or orientation for new employees. It defines induction as the process of welcoming a new employee and introducing them to the company, practices, policies and purposes. The objectives of induction are to reduce employee anxiety, develop realistic expectations and improve employee satisfaction and retention. Key aspects of induction include introducing the employee to their role and department, company policies and benefits, and addressing any questions. The document also discusses different types of induction approaches and best practices for conducting an effective induction process.

1. INDUCTION
By
ANUPAM. A
S2 MBA

2. Contents
 Meaning
 Definition
 Objectives
 Purpose
 Steps in Induction Programme
 Who & How do the Induction
 Types of Induction
 Problems of Induction
 How to conduct Induction successfully
 Conclusion
 Reference

3. MEANING
Induction(Orientation) is a process
through which a new employee is
introduced to the job and the organization.
It is a technique by which a new employee
is rehabilitated into his surroundings and
introduced to the practices, policies and
the purposes of the organization.

4. DEFINITION
 Armstrong- “ Induction is the process of
receiving and welcoming an employee
when he first joins a company and giving
him the basic information he needs to
settle down quickly and start work. “
 Edwin B. Flippo-“Induction is the
welcoming process to make the new
employee feel at home and generate in him
a feeling of belongingness to the
organization.”

5. OBJECTIVES
 Remove fears
 Improve staff morale, work standards &
revenue-profits
 Assist in understanding the culture &
values
 Acts as a valuable source of information
 Develop a realistic job expectation, positive
attitude & job satisfaction
 Create favorable impression of the firm &
its works

6. PURPOSE
Accommodating employees
Becoming Insider
Overcoming employee anxiety
Overcoming reality shock
Reducing employee turnover

7. STEPS IN INDUCTION
PROCESS
 Welcome to the organization
 Explain about the company
 Show the department/location where the
new recruit will work
 Give company’s manual to new recruit
 Give details about pay scales
 Explain about future training opportunities
& career prospectus
 Clarify doubts by encouraging the employee
to come out with questions

8. WHO & HOW DO THE
INDUCTION
HR department is responsible to execute the
induction programme
HR manager or an HR representative
conducts this programme
Management trainees or graduate engineer
trainees are exposed to this
Each industry/sector develops its own
procedure as per its needs

9. TYPES OF INDUCTION

10. FORMAL Vs. INFORMAL
INDUCTION
 Formal Induction
 It has a structured
programme.
 Formal programme
helps a new hire in
acquiring a known set
of standards
 Informal Induction
 In this, employees are
directly put on job.
 Informal programme
promotes innovative
ideas.
 Choice depends on
management’s goals.

11. INDIVIDUAL Vs. COLLECTIVE
INDUCTION
 Individual
Induction
 It preserves
individual
differences.
 expensive and time
consuming.
 smaller firms go for
individual
programmes.
 Collective
Induction
 It is likely to
develop
homogenous views.
 less time
consuming.
 Large firms
normally have
collective
orientation.

12. SERIAL Vs. DISJUNCTIVE
INDUCTION
 Serial induction
 An experienced
employee inducts a
new hire in case of
serial Induction.
 maintains traditions
and customs.
 Disjunctive
Induction
 new hire do not
have predecessors
to guide them.
 produces more
inventive
employees.

13. INVESTITURE Vs
DIVESTITURE INDUCTION
 Investiture
Induction
 It seeks to ratify the
usefulness of the
features that the
person brings to
new job.
 Follows high level
appointments.
 Divestiture
Induction
 It seeks to make
minor
modifications in the
features of new
employee.

14. PROBLEMS OF INDUCTION
 1. Busy or Untrained supervisor

2. Too much information

3. Overloaded with paperwork

4. Given menial tasks

5. Employee thrown into action soon

6. Wrong perceptions of employees

15. TOPICS COVERED IN
INDUCTION PROCESS
 Introduction
 Organizational issues
 Job duties
 Employee benefits

16. INTRODUCTION
To supervisors
To co-workers
To trainers
To employee councilors

17. ORGANIZATIONAL ISSUES
History of the company
Names and titles of key executives
Probationary period
Products/services offered
Overview of the company’s procedures
Disciplinary procedure

18. JOB DUTIES
Job locations
Job tasks
Job safety needs
Overview of jobs
Job objectives
Relationship with other jobs

19. EMPLOYEE BENEFITS
Pay scales
Vacations, holidays
Training avenues
Insurance, medical, and retirement
benefits

20. HOW TO CONDUCT
INDUCTION SUCCESSFULLY
A systematic plan should be followed.
A check list of points to be included in
induction should be prepared.
An induction booklet should be provided.
Anyone who is promoted or transferred
from one job to another should also be
inducted.
The aim should be to convey a clear
picture of the working of the
organisation.

21. CONCLUSION
 In my words, Induction yea Orientation
play important role in success of an
organisation by acquainting a new
employee to the new environment,
rules and regulations which in turn
helps in better performance.

22. REFERENCE
 Human Resources Management-
Aswathappa
 Personnel Management- G.B. Mamoria
& S.V.Gankar
 Human Resources Management-VSP
Rao